Maryland Drug Testing Laws and Regulations
|Statute of Order:||Md. Code Ann. Health Gen. §17-214|
|Covered Employers:||All employers.|
|Applicant Testing:||Applicant testing not subject to restriction.|
|Employee Testing:||Employee testing authorized if supported by legitimate business reason.|
|Conditions & Methods:||Testing only by certified laboratory. Confirming test after positive result at employee's expense.|
|Medical Marijuana Law:||
House Bill 881 was approved on April 8, 2014, was signed on April 14, 2014 by Gov. Martin O'Malley and took effect June 1, 2014. This bill jointly tasked the Natalie LaPrade Medical Marijuana Commission and the Maryland Department of Health and Mental Hygiene to develop the regulations for a patient registry system and ID cards; to issue licenses for dispensaries; to settle fees; and set marijuana possession limits.1 It has been a painfully slow project roll-out but marijuana dispensaries are expected to finally open by late June 2017.
Qualified Medical Conditions
A chronic or debilitating disease or medical condition that results in a patient being admitted into hospice or receiving palliative care;
A chronic or debilitating disease or medical condition or the treatment of a chronic or debilitating disease or medical condition that produces:
• cachexia, anorexia, or wasting syndrome;
• severe or chronic pain;
• severe nausea;
• severe or persistent muscle spasms
The commission may approve applications to include any other severe condition that has not responded to other conventional treatments.
• It is prohibited to undertake any task under the influence of marijuana when such act would constitute negligence or professional malpractice;
• It is prohibited to operate, navigate, or be in actual physical control of any motor vehicle, aircraft, or boat while under the influence of marijuana;
• It is prohibited to smoke marijuana:
• in any public place;
• in a motor vehicle;
• on a private property that is rented and is subject to a policy that prohibits the smoking of marijuana on the property; or is subject to a policy that prohibits the smoking of marijuana on the property of an attached dwelling adopted by one a) the Board of Directors of the council of unit owners of a condominium or b) the governing body of a Homeowners Association
In April 2014, Senate Bill 364 was signed by Gov. Martin O'Malley. This bill decriminalized marijuana possession in Maryland. Possession of less than 10 grams of marijuana was reduced to a civil offense instead of a criminal offense prior to the bill. First time offenders face a $100 fine, a second offense up to $250 and subsequent offenses up to $500. Third-time offenders below 21 years of age will be made to attend drug education classes and evaluated for substance abuse problems.
In 2015, Gov. Larry Hogan vetoed SB 517, which was seeking to decriminalize the possession or use marijuana paraphernalia and making the act of smoking marijuana in public a civil offense with a fine of up to $500, instead of it being a criminal offense. This veto was overturned by the General Assembly in January 2016.
SB 517 states that the provisions that make the possession of marijuana a civil offense shall not be taken to affect the laws relating to operating a vehicle or vessel while under the influence of or while impaired by a controlled dangerous substance; nor do they authorize a person to engage in:
• smoking marijuana in any public place;
• smoking marijuana in a motor vehicle; or
• undertaking any task under the influence of marijuana, when such an act would constitute negligence or professional malpractice.
Effects on Workplace Drug Testing
The provisions for employers/employees were not explicitly stated in any of the above-mentioned bills, but in as much as marijuana use and possession is only decriminalized and not actually legalized, employers may reasonably expect that said bills will have no effect on their existing drug-free workplace policies, nor in their right to establish such policies in the interest of keeping a safe and productive workplace environment. In the case of employees who are also qualified medical marijuana patients, said employees will still be expected to adhere to company drug test programs and not show up for work while impaired by marijuana use.
|Applicability:||Law does not define.|
|Quantity Allowed:||Law does not address|
|How Obtained:||Law does not address.|
|Liability Protections:||Essentially a criminal insulation statute – person may introduce “Medical Necessity” as an affirmative defense if being prosecuted for possession of Marijuana.|
|Statutory Requirements for Authorized Use:||This statute is not about authorized use of Medical Marijuana.|
Material on these pages (state drug testing laws and drug testing regulations) is provided for informational purposes only and does not constitute legal, medical or technical advice. This drug testing related information is not intended as substitute for obtaining legal advice from attorney, or a relevant medical technical or financial professional. TestCountry is not a law firm or a legal agency, therefore cannot guarantee the accuracy of this content. Drug testing laws are collected from legal and/or state sources, and it may or may not be valid by the time you are viewing it. Any views or opinions expressed are solely those of the author and do not necessarily represent those of Confirm Biosciences Inc. DBA TestCountry.